Questions to ask during the second round of interviews

Interview questions by type

The following list is about questions to ask during the second round of interviews. Below is written an example of a second interview question and how to assess a second interview.

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In preparation for the second round of interviews, we are seeking interview questions to ask candidates process? This template offers employers examples of good second interview questions.

In a second interview, what questions should be asked

In most cases, the hiring process involves a few stages: After an initial screening of candidates, a second round of interviews is conducted. An interviewer has selected a small number of candidates to assess their suitability for the organization. It is usually the hiring manager, another member of the recruiting team, or the CEO who conducts the second job interview. The interviewer may discuss the candidate’s performance during the second interview if the candidate has previously completed a test or assignment.

During the second interview, you should be able to shortlist a few potential candidates for hire. It is important to select questions that will allow you to identify candidates who will contribute to your company’s mission and whose values align with yours. During the second round of interviews, focus on job-specific skills in order to assist in determining the best candidates for the position.

You can ask candidates the following questions during the second interview:

An example of a second interview question

  • I would appreciate if you could share an example of a time when a project’s priorities changed suddenly and you had to adjust accordingly.
  • When you are assigned multiple tasks with the same deadline, what would you do?
  • Is there a difference between us and our competitors?
  • How do we accomplish our mission?
  • Do you have any knowledge of our products/services? Do you have any experience with them?
  • What makes you want to work here?
  • What type of management style best supports the way you work?
  • What type of work environment do you prefer and why?
  • What is the most difficult decision you have had to make in a previous role?
  • Were there any questions or answers that you wanted to revisit from your initial interview?

How to assess a second interview

  • Ask more in-depth second round interview questions to discover your candidates’ strengths and weaknesses. Include: 
  • competency-based
  • technical
  • problem-solving
  • and situational interview questions
  • You should also assess how each candidate will fit your organization and whether they’ll be able to collaborate with their team members. Ask questions that evaluate:
  • emotional intelligence (EQ)
  • soft skills (like communication, teamwork and leadership)
  • and behaviors (behavioral interview questions)
  • A successful hire will stay with your company for a long period of time and increase your retention rates. During second interviews, pay attention to candidates whose long-term career goals match your company’s objectives.

Flags of concern

  • Preparation was lacking. The candidate should bring a list of questions regarding your company when you invite them for a second interview. They may not be interested in this position if they are unaware of important information (e.g. what your products/services are). Research conducted on your company’s website or via LinkedIn indicates that candidates are interested in your company.
  • An attitude of passiveness. As far as main skills are concerned, candidates who pass the second round interview are already qualified for the position. It is now important for both the candidate and the company to identify if they are a good match. As a result, a candidate who does not ask follow-up questions about the organization or the role might not be motivated. Consider hiring individuals who are enthusiastic about working for your organization.
  • A mismatch in expectations. In the second interview, you will be able to discuss further details regarding the open position, such as salary and bonus options, working hours, benefits, and development opportunities. Candidate and interviewer expectations should be communicated clearly up front. You are more likely to have disagreements in the future if you have early disagreements.

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